Gen Z pushes back on ‘performative availability’ as only 8% of workers say it won them a promotion

A recent survey reveals that a mere 8% of workers attribute their promotions to being reachable after work hours, despite 69% of employees believing it hasn't improved their careers. The remaining 12% credit it with a raise or bonus. The price for this availability is clear – 40% of respondents reported worsening work-life balance, 38% experienced increased stress, and 32% struggled with burnout.

Employers seem to be less willing to promote employees, with promotion rates declining across 10 of 11 tracked industries in the first half of 2025. Always-on workers report a slight career boost, with 57% crediting availability, compared to just 8% of those who set boundaries. However, the cost is steep – always-on employees are 2.8 times more likely to report burnout, 2.6 times more likely to experience work-life balance issues, and 2.4 times more likely to suffer sleep disturbances.

Even taking time off doesn't provide relief, as 73% of workers check work messages on vacation and 51% answer emails while away. Gen Z is less likely to feel pressured to respond after hours (65%) compared to millennials (72%) and Gen X (49%). This resistance comes with its own risk, as 49% of workers fear setting boundaries could hurt their careers.

Jeff LeBlanc, a lecturer at Bentley University, argues that Gen Z's stance challenges the traditional "performative availability" – valuing visibility over results. He believes Gen Z's resistance is not a lack of drive but a challenge to workplace norms. The Deloitte Global Gen Z and Millennial Survey reveals that 48% of Gen Zs and 45% of millennials report feeling burned out, leading them to question the traditional career trajectory.

With only 6% of Gen Zs and millennials naming leadership as their top career goal, the cost of staying constantly available is raising concerns about inequities, burnout, attrition, and lost potential.